what is athena swan?
Athena SWAN is a project for the advancement and promotion of the careers of women in science, engineering and technology in higher education and research, and for achieving a significant increase in the number of women recruited to top posts.
Men also benefit from the Athena SWAN Charter, the introduction of Athena SWAN policies having a positive effect for male staff too. As part of the current initiative, we will be reviewing our working practices to make sure that all staff and students are well supported at all levels of their work and study.
HISTORY AND PRINCIPLES
The Athena SWAN Charter evolved from work between the Athena Project and the Scientific Women’s Academic Network (SWAN), to advance the representation of women in science, technology, engineering, medicine and mathematics (STEMM).
The following principles were agreed:
- To address gender inequalities requires commitment and action from everyone, at all levels of the organisation
- To tackle the unequal representation of women in science requires changing cultures and attitudes across the organisation
- The absence of diversity at management and policy-making levels has broad implications which the organisation will examine
- The high loss rate of women in science is an urgent concern which the organisation will address
- The system of short-term contracts has particularly negative consequences for the retention and progression of women in science, which the organisation recognises
- There are both personal and structural obstacles to women making the transition from PhD into a sustainable academic career in science, which require the active consideration of the organisation
These six principles represent the cornerstone of Athena SWAN; to join the Charter, vice-chancellors or principals must indicate that their institution will take action to address these areas.
With the support of Equality Challenge Unit (ECU) and the UKRC, the Charter was officially launched at the Institute of Physics on 22 June 2005, with the first awards conferred in 2006.
The Charter has grown consistently from its inception; now over half of all higher education institutions that are active in STEMM subject areas are members. Athena SWAN awards have also gone from strength to strength. Following the April 2013 round of awards, there are 259 award holders.
Athena SWAN received a major boost in 2011, when the Chief Medical Officer announced that the National Institute for Health Research would only expect to shortlist medical schools for biomedical research centre and unit funding if the school holds a Silver Athena SWAN award.
The Charter is managed by ECU. It is funded by ECU, the Royal Society, the Biochemical Society and the Department of Health.
For more information, please visit the Athena SWAN website.
what are we doing about it?
In November 2013 DPAG’s efforts to help promote and advance the careers of women in academia were recognized with the Athena Swan Bronze Award. Details of the Department’s Athena Swan Bronze Application, Action Plan, and Self-Assessment Team (SAT) can be found here.
In 2015 the Department’s continued commitment to tackling gender inequality in higher education was acknowledged with a Silver Award. Details of the Department’s Athena Swan Silver Application, Action Plan, and SAT can be found here.
In 2018 DPAG hopes to renew its Athena Swan Silver Award following reviews of our practices to ensure representation, progression and success for everyone within the Department.